Companies spend an awful lot of time, money, and energy engaging prospective job seekers. So logic tells us that companies should spend equal or more amounts of time, money, and energy planning, developing, and engaging their current employees. And yet 60 percent of employees said they had not received feedback from their boss in the last six months. This lack of engagement and development by company leaders will cost their organization’s $2 trillion in productivity and turnover expenses in 2013 alone. The challenge for these business leaders and managers is managing and organizing their time and priorities to help better engage and work with employees. This is where the benefit of human resources technology aside from the obvious data storage and accessibility shines through.
Strategic Succession Planning Tools That Makes Sense
Strategic tools like succession planning and talent management should be a priority for all companies every single day. Except that we often get bogged down in processes like gathering and developing a talent snapshot or developing a company org chart to help map talent to evaluate current position matrixes and how position realignments can impact responsibilities and your organization’s flow. HR technologies like cfactor provide solutions to all these challenges. I sat down with them and toured their product suite late last year and was immediately impressed. Their software can work stand alone and can also be designed to fill in the gaps where your legacy software leaves off.
Corporate Organizational Charts Key in Talent Succession Planning
I was most impressed with their corporate organization and organizational chart abilities (pictured above right). Quickly and easily I can access specific department or team information. Employee headshots are displayed nicely along with their position title and previous review scores in what they refer to as the talent card snapshot. It’s the small details like these that aid in succession planning meetings. The executive team and I can quickly assess if the person is a high potential employee who can possibly promote within the organization quickly. In the early days before succession planning software like these, I spent hours with polaroids, post it notes, and a make shift war board that doubled for dry erase. Unlike cfactor’s organizational chart, our information wasn’t electronically captured and we spent a great deal of time searching, researching and hunting down employee profile and review information.
cfactor’s talent snapshot integrates directly with their employee profiles (picture to the left). Managers and business leaders can access the employee’s professional social profiles like LinkedIn. You can email them directly from the platform instead of going old school with the copy and paste. Something like this seems so simple, but it saves my life.
cfactor’s takes a consulting approach to building and implementing their human resources technology software which I very much appreciate. Seems fitting since their roots are in the HR, training, and recruiting consulting side. Learn more about cfactor and their offerings, you can visit www.cfactorworks.com and connect with them on Twitter @cfactorworks
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FTC Disclosure: I received compensation for mentioning and reviewing the product listed above as part of one of the services I offer my clients. Regardless, I only recommend products or services I use personally and believe will be good for my readers. I am disclosing this in accordance with the Federal Trade Commissions 16 CFR, Part 255: Guides Concerning the Use of Endorsements and Testimonials in Advertising.
Article by Jessica Miller-Merrell
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